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• 主導 Future Talent Program 專案規劃與跨部⾨協調• 擬定並執⾏年度校園招募策略與僱主品牌活動• 帶領團隊執⾏市場趨勢與產業⼈才資料分析• 與全球頂尖校系／研究團隊接洽產學合作模式• 建構數位⼈才接觸點社群⾏銷 / 主視覺設計 / 專案簡報

【工作內容】- 擔任事業單位（BU）專責窗口，除提供人才招募與員工關懷外，協助預判組織需求並主動提出人資專業解決方案。- 規劃並執行多元招募專案與活動，建立高效招募漏斗，運用視覺化數據分析與視覺化工具監測即時招募進度。- 參與 HR 數位化轉型專案，運用 RPA (流程自動化) 工具優化重複性招募或人事行政作業，提升團隊運作效率。- 協助事業單位進行人力編制管控，優化人力配置效率。。- 負責派遣人力招募作業之推進，並針對派遣廠商進行績效評估與合規管理。- 協助各類人資優化專案執行（如流程精進、系統導入或制度優化）。- 協助員工關係經營計畫，並與人資團隊共同推動與執行，提升員工敬業度與向心力。

1.員工薪資計算，稅務相關作業。 2.出勤統計與管理、保險薪資及扣繳申報相關作業。 3.系統維護及流程改善、管理規章辦法建立與修訂。 4.人事行政各項作業。 5.員工關係活動準備與支援。 6.其他主管交辦事項。

1. 人資相關作業流程建立、系統優化執行。 2. 人事年度預算規劃，並依公司需求進行多元招募。 3. 人資法令制度、規章辦法訂定。 4. 人事相關專案導入、規劃執行。 5. 其他主管交辦事項。

1. 擬定人力資源政策，訂定選、訓、用、留的計畫，以達成企業的策略目標。2. 建立完整的召募與任用制度（職務說明書、薪資結構、召募甄選流程與工具），讓企業具備招募優秀人才的優勢。3. 建立符合企業文化的人才發展體制，以有系統的培訓員工，強化企業的人才資本。4. 建立績效管理與薪酬制度，訂定調薪政策、獎酬制度、退休金制度，以維持企業競爭力，留下優秀人才。5. 調解勞資爭議、處理員工資遣解雇等特殊人力資源相關議題。6. 建構人力資源資訊系統，定期分析企業人力資源管理性報表，以作為人力發展的依據。【具備以下證照尤佳】全方位基礎人力資源管理師認證免費模擬試題檢測

• Analyze the MFG plant requirement and work with the SEA HR COE team to develop/execute solutions, programs, and policies in terms of TA / LD / OD / HRIS / ER / CB.• Provide solution to MFG Plant management team and help to achieve the KPI by preparing necessary analysis and initiate proposal with action plan.• Serve as the responsible person the MFG plant in analyzing and managing the people process improvement project, manpower issue analysis, organization unit restructures, training related auditing activities, workforce planning, HR report analysis, and succession planning.• Provide day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions). At the same time, conduct the necessary interviews, such as performance interviews, talent interviews, and exit interviews.• Manages and provides recommendations to complex employee relations issues and conducts investigations when necessary to fulfill company regulations.• Responsible for assigned HR Project to help the plant to increase the employee engagement and accelerate the growth of employees.

Provides direct indirect supervision to subordinate mgrs empl. performing diverse roles within large sites. This includes establishing 3-5 yr plans/objectives, developing policies for the function/unit. Accountable for projects/programs on a multi-functional, national or regional basis. Work is guided by broad site objectives corporate policy. Work requires developing solutions, precedents, /or policies. Receives assignments in the form of objectives sets goals to achieve objectives. Establishes long-term plans/objec tives recommends changes to policies. Develops department budgets goals. Erroneous decisions or failure to achieve goals results in critical delay in schedules /or unit operation may also have a company-wide affect. Provides direct supervision to others, or indirect through subordinate supervisors, coordinates the activities of a section or department with responsibility for results in terms of costs, methods, empl. Reviews empl.' performance recommends empl. compensation; coaches for improved performance disciplines as necessary. Provides final approval for subordinate managers'/supervisors' salary performance recommendations. Builds cross-functional relationships where persuasive skills, negotiation skills, considerable tact are required to gain support. Interacts regularly with senior mgt/exec levels on matters concerning several functional areas, divisions /or customers. Maintains positive relationships with key customers, suppliers, etc., who have a significant impact on the success of the organization.Performs tasks such as,but not limited to, the following:Partners with the S/VP/GM their staff to develop implement strategic HR initiatives such as workforce planning, resource mgt, empl. relations, performance management, skills management, programs policies, leadership dvpmt. In an unionized site,inc. overall union-mgt relations, negotiating implementing local agreements. Provides advice, counsel, direction training to the mgt team mgrs on any business issue that has empl. or organizational impact on company personnel practices, procedures, initiatives, including interpreting the intent meaning of the contractual obligations with the Union. Works directly with company's attorneys in preparation of arbitration /or afffirmative action cases. Develop overall strategic direction to maintain credibility, communications, relationships with union officials, stewards, business partners to enhance the accomplishment of company objectives permit a dialogue on problem situations so they can be resolved outside the grievance process. Ensures consistent application of policies/procedures for recruiting, rewarding, retaining, recognizing developing people within a site. Provides empl. relations consultation services to GM, mgt empl. Develops, recommends, implements maintains performance mgt programs ensures consistent timely application. Provides coaching makes recommendations to mgrs/supervisors for performance development corrective action. Conducts internal investigations of acts of empl. misconduct including interviewing, gathering evidence, consulting legal council, making recommendations documenting findings. Represents site in charges of violating regulation or law. Provides performance program reporting. Partners with site senior mgt team to implement organizational change interventions-e.g. restructuring, reengineering, automating. Conducts ongoing skill competencies, knowledge/talent needs assessment. Develops or obtains specific training programs designed to meet the site's needs. Implements directs staffing strategies which ensure attracting retaining high caliber talent within outside the site. Manages the rollout of Corp. HR Programs at the site level. Ensures compliance to corp. pol

* **Partners with multiple SVP/VP/GM their staff**to develop implement strategic HR initiatives such as workforce planning, resource mgt, employee relations, performance management, skills management, programs policies, leadership development. In an unionized site, include overall union-mgt relations, negotiating implementing local agreements.* Provides advice, counsel, direction training to the management team managers on any business issue that has employee or organizational impact on company personnel practices, procedures, initiatives, including interpreting the intent meaning of the contractual obligations with the Union.* Develop overall strategic direction to maintain credibility, communications, relationships with union officials, stewards, business partners to enhance the accomplishment of company objectives permit a dialogue on problem situations so they can be resolved outside the grievance process.* Ensures consistent application of policies/procedures for recruiting, rewarding, retaining, recognizing developing people within a site.* Provides employee relations consultation services to GM, Managers employee* Develops, recommends, implements maintains performance management programs ensures consistent timely application.* Provides coaching makes recommendations to Managers / supervisors for performance development corrective action.* Conducts internal investigations of acts of employee misconduct including interviewing, gathering evidence, consulting legal counsel, making recommendations documenting findings.* Represents site in charges of violating regulation or law.* Provides performance program reporting.* Partners with site senior mgt team to implement organizational change interventions-e.g. restructuring, reengineering, automating.* Conducts ongoing skill competencies, knowledge/talent needs assessment. Develops or obtains specific training programs designed to meet the site's needs.* Manages the rollout of Corporate HR Programs at the site level.* Ensures compliance to corporate policies, governmental regulations laws. Keeps abreast of legislative decisions, changes in employment laws regs to limit legal exposure liability.

Performs tasks such as, but not limited to, the following:Data Analytics Reporting* Collect, consolidate, and analyze HR data across all Malaysia sites (eg: headcount, turnover, absenteeism, recruitment, training effectiveness etc)* Develop and and maintain HR dashboards and scorecards for HR and management* Generate regular and ad-hoc reports for workforce trend and performance indicatorsBusiness Insights* Partner with site HRBPs and operations teams to identify business challenges and propose HR solutions using data.* Conduct predictive analytics on workforce planning, retention risk, and talent pipeline metrics* Support strategic workforce planning with scenario modelling and cost-impact simulationsProcess Improvement Optimisation* Identify opportunities to improve HR processes and streamline HR data quality, automation and system integration through technology solutions (eg: SAP SuccessFactors, Power BI, Excel)* Support digital HR transformation initiatives by optimizing existing analytics workflow and tools* Design and implement system enhancements to improve user experience and efficiency* Collaborate with HR teams to automate manual processes and reduce administrative burdenStakeholder Engagement* Work closely with HR, Center of Excellence, Finance, IT, Operations and Compliance team to ensure data alignment with business goals and in compliance with employment laws and company policies* Present findings and recommendations in a clear and compelling manner to both HR and business stakeholders.HR System Support Training* Manage data integration between HRIS and other business systems* Develop and execute data validation processes across all HR systems* Lead or participate in global HRIS project UAT and new system implementations* Provide technical support and guidance to HR staff and system users* Create user guides, documentation, and training materials.

SummaryHR Lead for a site/business unit(s) within a country having from 400 to 1,000 employees, or supporting multiple countries or multiple locations within a country (2 or more). Provides direct and indirect supervision to subordinate team leaders and professional employees performing diverse roles. This includes establishing three to five year plans/objectives, and developing policies for the function/unit. Accountable for dept results and for activities or projects involving multi-functional teams. Work requires application of in-depth knowledge of professional standards and precedents in area of specialty. Receives assignments in the form of objectives and sets goals to achieve objectives. Establishes and recommends changes to policies. Develops or assists in the development of department budgets and goals. Erroneous decisions or failure to achieve goals results in additional costs and personnel, and serious delays in overall schedules. Provides direct supervision to others, or indirect through subordinate supervisors, and coordinates the activities of a section or department with responsibility for results in terms of costs, methods, and employees. Makes hiring and firing decisions. Reviews employees performance and recommends employee compensation; coaches for improved performance and disciplines as necessary. Provides final approval for subordinate managers/supervisors salary and performance recommendations. Builds cross-functional relationships where persuasive skills, negotiation skills, and considerable tact are required to gain support. Interacts directly with subordinates and peer groups; interfaces with senior managers on issues related to the area of expertise. Maintains positive relationships with key customers, suppliers, etc., who have a significant impact on the success of the organizationDetailed DescriptionPerforms tasks such as, but not limited to, the following:Responsible for human resource management and labor relationsissues within a site. This includes overall union-management relations, and negotiating and implementing local agreements.Provides advice, counsel, direction and training to the management team and managers on any business issue that has employee or organizational impact on company personnel practices, procedures, and initiatives, including interpreting the intent and meaning of the contractual obligations with the Union.Represents the company as Bargaining Agent at local labor negotiations.Develops local bargaining strategy and prepares company positions and responses.Works directly with companys attorneys in preparation of arbitration and/or afffirmative action cases.Ensures consistent application of policies and procedures for recruiting, rewarding, retaining, recognizing and developing people within a site.Provides employee relations consultation services to General Manager, management and employees.Develops, recommends, implements and maintains performance management programs and ensures consistent and timely application.Provides coaching and makes recommendations to managers/supervisors for performance development and corrective action.Conducts internal investigations of acts of employee misconduct including interviewing, gathering evidence, consulting legal council, making recommendations and documenting findings.Provides performance program reporting.Partners with site senior management team to implement organizational change interventions—e.g., restructuring, reengineering, automating. Conducts ongoing skill competencies, knowledge and talent needs assessment.Develops or obtains specific training programs designed to meet the site's needs. Implements and directs staffing strategies which ensure attracting and retaining high caliber talent within and outside the site.Manages the rollout of Corporate Human Resources Programs at the site level—e.g. Compensation and Benefits policies, guidelines, and programs; PDP, CTI, Employee Survey rollout program, Talent Management and Values Awareness programs.